Abstract
Artificial Intelligence (AI) technologies have the potential to dramatically impact the lives and life chances of people with disabilities seeking employment and throughout their career progression. While these systems are marketed as highly capable and objective tools for decision making, a growing body of research demonstrates a record of inaccurate results as well as inherent disadvantages for historically marginalised groups. Assessments of fairness in Recruitment AI for people with disabilities have thus far received little attention or have been overlooked. This paper examines the impacts to and concerns of disabled employment seekers using AI systems for recruitment, and discusses recommendations for the steps employers can take to ensure innovation in recruitment is also fair to all users. In doing so, we further the point that making systems fairer for disabled employment seekers ensures systems are fairer for all. disability, artificial intelligence, recruitment, human resources, hiring
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Acknowledgements
We dedicate this chapter in the memory of James Partridge (Face Equality International) who contributed valuable insights to this research and whose advocacy transformed attitudes toward people with facial disfigurements. We appreciate the contributions and insights provided by Julien Burnett, Nigel Crook, Paul Jackson, and Rebecca Raper.
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Nugent, S.E., Scott-Parker, S. (2022). Recruitment AI Has a Disability Problem: Anticipating and Mitigating Unfair Automated Hiring Decisions. In: Ferreira, M.I.A., Tokhi, M.O. (eds) Towards Trustworthy Artificial Intelligent Systems. Intelligent Systems, Control and Automation: Science and Engineering, vol 102. Springer, Cham. https://doi.org/10.1007/978-3-031-09823-9_6
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